How can you improve the transfer of training to your workplace?

1 Identify the training needs

Before designing or selecting a training program, you need to conduct a thorough training needs analysis to identify the gaps between the current and desired performance of your employees. This will help you align the training objectives with the organizational goals and the job requirements, and ensure that the training content is relevant, realistic, and useful. You also need to consider the characteristics of your target audience, such as their prior knowledge, motivation, learning preferences, and expectations.

2 Choose the right training methods

The training methods you choose should match the learning outcomes and the needs of your learners. For example, if you want to develop cognitive skills, such as problem-solving or decision-making, you can use methods like case studies, simulations, or scenarios. If you want to develop behavioral skills, such as communication or teamwork, you can use methods like role-playing, coaching, or feedback. If you want to develop attitudinal skills, such as values or ethics, you can use methods like stories, testimonials, or discussions. You should also use a variety of methods to cater to different learning styles and preferences, and to create an engaging and interactive learning experience.

3 Provide support and feedback

To facilitate the transfer of training, you need to provide ongoing support and feedback to your learners before, during, and after the training. Before the training, you can communicate the purpose, benefits, and expectations of the training, and encourage your learners to set specific and realistic goals. During the training, you can monitor the progress and performance of your learners, and provide constructive and timely feedback to reinforce their learning and correct their mistakes. After the training, you can follow up with your learners and provide them with additional resources, guidance, and recognition to help them apply and sustain their learning on the job.

4 Create a transfer-friendly environment

The work environment plays a crucial role in influencing the transfer of training. You need to create a positive and supportive climate that fosters learning and encourages the application of new skills and knowledge. You can do this by involving the managers and peers of your learners in the training process, and asking them to provide coaching, mentoring, and feedback. You can also create opportunities for your learners to practice and share their learning with others, and to receive rewards and incentives for their improved performance. You can also reduce or eliminate any barriers or constraints that may hinder the transfer of training, such as conflicting policies, procedures, or norms.

5 Evaluate the training outcomes

To measure the effectiveness and impact of your training program, you need to evaluate the training outcomes at different levels. You can use Kirkpatrick's four-level model of evaluation, which consists of reaction, learning, behavior, and results. Reaction refers to the satisfaction and engagement of your learners with the training program. Learning refers to the acquisition and retention of new knowledge, skills, and attitudes. Behavior refers to the transfer and application of learning on the job. Results refer to the achievement of organizational goals and indicators, such as productivity, quality, or customer satisfaction. You can use various methods and tools to collect and analyze data at each level, such as surveys, tests, observations, or interviews.

6 Review and improve the training process

The final step to improve the transfer of training is to review and improve the training process based on the evaluation results and feedback. You need to identify the strengths and weaknesses of your training program, and the factors that facilitate or inhibit the transfer of training. You also need to determine the return on investment (ROI) of your training program, and compare the benefits and costs of the training. Based on your findings, you can make adjustments and improvements to your training design, delivery, and evaluation, and to your work environment and support systems. You can also share your best practices and lessons learned with other stakeholders, and celebrate your achievements and successes.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?